Anne-Kathrin Buehl

Ulm University | UULM · Department of Psychology

Applicants use faking in selection interviews to create a favorable impression and to increase their chances for a job offer. Theoretical models assume that such a behavior is influenced by situational and dispositional variables. However, previous research has mainly focused on dispositional variables whereas research about situational variables i...

Previous research on interviewees’ ability to identify criteria (ATIC) found that interview performance is positively related to the degree to which interviewees identify the targeted performance criteria in a selection interview. Similarly, the use of self-promotion as an impression management tactic is also positively related to interview perform...

Interviews are commonly used for selection but research on interview faking only gained momentum relatively recently. We review both theoretical and empirical work on prevalence, antecedents, processes, and effects of interview faking. Most applicants fake at least to some degree. Personality (e.g., Conscientiousness, Honesty-humility, the Dark Tri...

Interviews are a prevalent technique for selection and admission purposes. However, interviews are also viewed as potentially fakeable, raising the question of whether interviewees’ faking behavior impairs the quality of selection decisions. To address these concerns, our study examined whether interviewees can actually improve their interview scor...

Faking models assume that characteristics of applicants as well as contextual factors determine whether applicants intend to fake. However, previous research on faking in interviews mainly investigated applicants' characteristics while research on contextual factors is largely missing. Accordingly, we examined the influence of two such factors - at...

There is widespread fear that applicants can fake during selection interviews and that this impairs the quality of selection decisions. Several theories assume that faking occurrence is influenced by personality and attitudes, which together influence applicants’ motivation to show faking behavior. However, for faking behavior to be effective, inte...

Faking is a common phenomenon in personnel selection and also in the selection interview. However, it is only in the last decade that we have observed a growing interest in the examination of applicant faking in employment interviews. The main goal of this dissertation was therefore to shed light on the underlying processes of faking and to see whe...